APR 2012 - ACTION CARD

e-Compass Window for APR Opens Mar 15th, 2012

Performance Review Document Flow on e-Compass

1
SELF-ASSESSMENT BY EMPLOYEE

ASSESSMENT BY MATRIX MANAGER (IF ANY)

3
ASSESSMENT BY IMMEDIATE MANAGER

4
ASSESSMENT BY REVIEWING MANAGER

APR Actions on e-Compass

SELF-ASSESSMENT BY EMPLOYEE

ASSESSMENT BY MATRIX MANAGER (IF ANY)

1. On receipt of the email alert, access the Annual Performance Review Form on the Home Page (To-Do List) or from the Performance Section 2. Check the Employee Hierarchy to ensure reporting relationships are accurate 3. Update KPAs (add, edit) if required 4. Update Completion Status (On Track, Completed, Delayed, etc.) of each KPA 5. Self-rate performance on each KPA on a 5-point scale 6. Document qualitative feedback in the comments section 7. Self-rate proficiency on each of the 6 Competencies on a 3-point scale 8. Use the Writing Assistant functionality to document qualitative feedback on Competencies in the comments section 9. Review, update and comment on your progress on Development Goals / Learning Activities 10. Submit the Annual Performance Review Form for onward review 11. Prepare for the offline Performance Review Discussion with your Immediate Manager

ASSESSMENT BY IMMEDIATE MANAGER

1. On receipt of the email alert, access the Employees Annual Performance Review Form on the Home Page (To-Do List) or from the Performance Section 2. Go through the Employees self-assessment and assessment by Matrix Manager 3. Conduct an offline, face-to-face Performance Review Discussion with the Employee. Do not discuss Performance Ratings during the discussion. Discuss and give feedback on performance, competencies and development goals 4. Complete rating the Employees performance on all KPAs on a 5-point scale 5. You may document qualitative feedback in the comments section 6. Complete rating the Employees proficiency on each of the 6 Competencies on a 3-point scale 7. Use the Writing Assistant and Coaching Advisor functionalities to document qualitative feedback on Competencies 8. Review and comment on the progress made by the Employee on Development Goals / Learning Activities 9. Click on the Save button at the top of the page. 10. Review the system-generated absolute rating in the Rating Summary Section of the Annual Performance Review Form (bottom of the page) 11. Manually input your final overall rating for the Employee, keeping in mind relative performance vis a vis performance of others in the Team 12. Do not submit the document at this point but go on and similarly complete the performance assessment exercise for all members of your Team 13. Use Dashboards and Analytics to review the emerging Rating Distribution for your Team to ensure it is in line with the Rating Distribution Norm 14. Calibrate further if required, making modifications to the manually fed rating on each Form 15. Submit the APR Form/s for your Team for onward review by the Reviewer 16. Participate in the ensuing Calibration exercise undertaken at the Department, Unit, Location and Business level by the Calibration Committee 17. Cascade Final Ratings down to individual Employees post closure and communication from Business HR, prior to the receipt of Letters by Employees

1. On receipt of the email alert, access the Employees Annual Performance Review Form on the Home Page (To-Do List) or from the Performance Section 2. Go through the Employees self-assessment 3. Conduct an offline, face-to-face Performance Review Discussion with the Employee. Do not discuss Performance Ratings during the discussion. Discuss and give feedback on performance, competencies and development goals 4. Complete rating the Employees performance on relevant KPAs on a 5point scale 5. You may document qualitative feedback in the comments section 6. Complete rating the Employees proficiency on each of the 6 Competencies on a 3-point scale 7. Use the Writing Assistant and Coaching Advisor functionalities to document qualitative feedback on Competencies 8. Review and comment on progress made by the Employee on Development Goals / Learning Activities 9. Submit the Employees Annual Performance Review Form for review by Immediate Manager

ASSESSMENT BY REVIEWING MANAGER

1. Upon receipt of all APR Forms, refer to the Rating Distribution Dashboards to review the actual Rating Distribution across Teams under review 2. Access individual Employee Annual Performance Review Forms from the Home Page (To-Do List) or from the Performance Section 3. Go through the Employees self-assessment, assessment by Matrix Manager (if any) and assessment by Immediate Manager 4. Discuss Team performances and ratings offline with Immediate Managers (and Matrix Managers, if necessary) 5. Calibrate ratings by reviewing performances of individual Employees relative to others in your Department 6. Modify ratings where required by over-writing ratings assigned by the Immediate Manager either for each KPA and/or Competency or the Overall Rating 7. Refer to Rating Distribution Dashboards to ensure the Actual Rating Distribution across Teams under your review is in line with the Norm 8. You may document comments and feedback on the Form for each Employee 9. Submit the APR Form/s of all Employees under review for consolidation by Business HR 10. Participate in the ensuing Calibration exercise undertaken at the Unit, Location and Business level by the Calibration Committee 11. Cascade Final Ratings as communicated by Business HR to Immediate Managers so that they communicate the same to individual Employees prior to the receipt of Letters by Employees